HR Manager – Corporate Functions/Finance & IT

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Job Family: Human resources
Updated At: 2019-05-17

ORGANIZATION SUMMARY

Weatherford is one of the largest multinational oilfield service companies providing innovative solutions, technology and services to the oil and gas industry. The Company operates in over 90 countries and has a network of approximately 1,000 locations, including manufacturing, service, research and development, and training facilities and employs approximately 29,500 people. For more information, visit www.weatherford.com and connect with Weatherford on LinkedInTwitterYouTube and Facebook.

Weatherford delivers innovative technologies and services designed to meet the world’s current and future energy needs in a safe, ethical, and sustainable manner. Grounded by our core values and inspired by our world-class people, we are committed to being a trusted business partner to those we serve.

 

JOB DESCRIPTION

This role is an integral part of the Corporate and US HR team within the Global Human Resources Function, reporting up through the HR Director – Corporate Functions. In close collaboration with HR Leadership, Global and Geozone HR Business Partners, and other HR COEs, the HR Manager works closely as an embedded partner with assigned business clients, managers and employees to anticipate and support HR-related needs and serves as a consultant to management on HR-related issues. May occasionally act as the initial point of accountability for business partnership and delivery of HR solutions to assigned corporate client groups.  Maintains an effective level of business literacy about company and business unit financial results, business plans, culture and competition. Responsible for a variety of HR duties and projects as needed to include, but not limited to HR generalist responsibilities, talent management/key talent acquisition, employee relations, training and development, compensation, performance management, and organizational health/culture.

DUTIES & RESPONSIBILITIES:

Functions autonomously with minimal guidance from the HR Director to independently support the business strategy of assigned clients and meet the talent needs of the organization.

Develops strong collaborative relationships with key business partner peers and cross functional teams.

Conducts regular meetings with assigned global client groups, providing timely and appropriate HR guidance and collaboration on relevant business and workforce priorities.

Coaches and guides assigned leaders and managers on workforce and organizational effectiveness in key areas of Productivity, Talent, Performance, Rewards, and Organizational Health.

Analyzes data trends and metrics to assess and/or anticipate business risks and, in partnership with HR COEs, develops and/or deploys recommended solutions, programs and applicable policies.

Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.

Provides HR Policy guidance and interpretation.

Provides assistance with the evaluation of compensation and rewards and makes appropriate recommendations.  Works with management and HR COE partners to develop appropriate compensation strategies tied to product line, geography, and external market indicators.

Assists in evaluating and updating job descriptions.

Independently manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations for assigned cases.

Provides day to day performance management guidance to management (coaching, counseling, career development, disciplinary actions).

Provides guidance and input on business unit restructures and workforce planning.

Facilitates the preparation for and/or calibration of talent management and succession planning for assigned client groups. 

Supports change management activities and applicable transformation initiatives.

Builds and maintains effective communication channels with assigned clients and key stakeholders.

Able to think holistically, globally and objectively, balancing business, functional and workforce needs.

Role requires a blend of strategic, operational and commercial business sense and applied judgement.

Strong organizational and analytical skills with attention to detail.

Ability to work effectively under pressure with multiple priorities and with tight timelines, making efficient use of time management.

Thrives in a challenging, transformational working environment with many simultaneous priorities.

Strong written, oral, and visual media communication skills with a proven ability to communicate to peers and client groups.

Works effectively in a matrixed, global organizational structure, including negotiating and influencing peers and clients by utilizing proven track record as a trusted advisor and business partner.

 

QUALIFICATIONS

Minimum Bachelor's Degree in Human Resource or related field of study

Plus 8-10 years of equivalent experience as an HR business partner in complex, demanding and dynamic business environments;

3-5 years of experience required as an HR business partner directly supporting senior corporate functions leaders (e.g., VPs of Finance, IT)

Ability to work effectively alone and as a member of cross-functional teams with minimal supervision

Advanced skills with Word, Excel, PowerPoint, Sharepoint, and other standard office software

Ability to travel on assigned business locations. Occasional, overnight travel (10-15%) may be required.

Preferred:

Master’s degree in HR or related field of study preferred

 

POSITION SPECIFIC DETAILS

Click here to chat live with a recruiter during US business hours

 

Weatherford offers competitive compensation and benefits upon hire; including paid vacation to start, matching 401K program, comprehensive benefits program and opportunities for on-going training and career development. VEVRAA Federal Contractor – Priority Referral Requested

Weatherford is an Equal Opportunity Employer Females/ Minorities/ Veterans/Disabled and gives consideration for employment to qualified applicants without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

 

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